Positive Organizational Scholarship

By Stephan Kaiser, Gordon Müller-Seitz, Max Ringlstetter. 2007

981 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/87c34c1ef3e68f4b8aa38a25e3333cb36ec0120d

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

1. Fred Luthans
2. Melissa S. Cardon
3. Bruce J. Avolio
4. James Avey
5. Fred Walumbwa
6. Jacques Forest
7. Arménio Rego
8. Miguel Pina e Cunha

In Organizational Behavior and Human Resource Management

1. Miguel Pina e Cunha
2. Neuza Ribeiro
3. Arménio Rego
4. Fred Luthans
5. Bruce J. Avolio
6. Fred Walumbwa
7. Abraham Carmeli
8. Melissa S. Cardon

In Social Psychology

1. Fred Luthans
2. Bruce J. Avolio
3. Miguel Pina e Cunha
4. Arménio Rego
5. Fred Walumbwa
6. Neuza Ribeiro
7. James Avey
8. Melissa S. Cardon

Citations in the corpus

• A Dialogical Approach to the Creation of New Knowledge in Organizations (2009, background): “…of relational engagement, individuals are likely to establish high-quality connections; namely, their relationships will tend to have a high emotional carrying capacity, be high in tensility, and have a high degree of generativity (Dutton and Heaphy 2003, p. 266; Gittell 2003, pp. 282–283).”
• The “point” of positive organizational behavior (2009, background): “In our first joint article as authors (Luthans & Avolio, 2003) in the edited book on POS (Cameron et al., 2003) we attempted to establish early linkages between research that was emerging in POB and PsyCap and what we referred to as authentic leadership development.”
• The Psychological Capital of Chinese Workers: Exploring the Relationship with Performance (2005, methodology): “A parallel development by a group of researchers at the University of Michigan also began to draw from the positive psychology movement at the more macro, organizational level and called it positive organizational scholarship or POS (Cameron, Dutton, and Quinn, 2003).”
• Towards a more balanced treatment of culture in international business studies: The need for positive cross-cultural scholarship (2014, background): “…by focusing on the enablers (e.g., structures, systems, capabilities), explanatory mechanisms, (e.g., positive relationships between people) and outcomes or effects (e.g., creativity, meaningfulness, engagement) associated with positive phenomena (Cameron & Caza, 2004; Dutton & Sonenshein, 2007).”